The Strategic Recruitment Executive Council is comprised of the Commissioner or Deputy Commissioner of the Small Business and Self Employed, Wage and Investment, Large and Mid-Size Business, and the Tax Exempt and Government Entities operating divisions. Other members include senior executives of Modernization and Information Systems, Criminal Investigation, EEO and Diversity, Agency-Wide Shared Services (AWSS), Strategic Human Resources (SHR), and Communications and Liaison functional units. Advisory members include the Director of the Career Management and Recruitment Division and a director in the Personnel Policy Division.

The Strategic Recruitment Executive Council will meet semi-annually, striving for the first Thursday of August and the first Thursday of February, or as notified by the chairperson. Meetings will be four hours in length unless otherwise decided. A quorum, consisting of more than half of the executive members of the Council including the Chief Human Resource Officer, must be present for a meeting to be held. No substitutes for Council members may participate. On the invitation of the Council, others may be invited to make presentations or participate in discussions.

A permanent media presence is vital to the continual improvement of our image as an employer of choice. The Career Management and Recruitment Division is responsible for the ongoing communication of the benefits of meaningful IRS service to different markets of potential employees. Through strategic employment marketing, the Division strives to continually improve the IRS public image as an employer of choice.

The Career Management and Recruitment Division designs employment marketing campaigns utilizing the research, analysis, and design services available through the Service’s employment marketing contract. The design activities include focus group research, best practice analysis, evaluation of proposal, prototype deployment, and continual measurement of campaign effectiveness. Campaign designs have both an Internet and print media component, both of which support the IRS Employment Marketing web site.

The SHR Employment web site provides IRS employment marketing information, and is capable of linking to on-line vacancy announcement and application systems as they become available. The site sits inside of a secure web-hosting environment controlled by the IRS information systems organization. The web site provides a "target" for all of our strategic prints and internet media campaigns, and can provide links to all approved IRS internet sites. Although the SHR Employment web site is addressed as a sub-domain of irs.gov (jobs.irs.gov), it is not used for the distribution of any tax-related information. The artistic design and content of the site is solely focused on employment marketing and recruitment.

The Career Management and Recruitment Division maintains a base level of advertising in national print publications. Planning for each twelve-month campaign begins in March and is implemented each October. Advertising is placed in national professional journals, college recruitment publications, diversity-focused publications, special-interest publications, and leisure reading magazines. Given the long-term nature of these campaigns, they do not reflect specific vacancies or job locations. However, media templates based upon national campaign materials are provided to local recruitment offices.

The Career Management and Recruitment Division maintains a base level of advertising throughout the Internet. Planning for each six-month campaign begins in April for the October implementation and in October for the April implementation. Advertising is placed on professional organization sites, college recruitment sites, general recruitment sites, diversity-focused sites, special interest sites, and general interest sites. Although these campaigns do not reflect specific vacancies or job locations, operating divisions and functional units can fund the production and placement of vacancy-specific web media. These activities are subject to the cycle-times outlined in the current job order templates for the Strategic Recruitment Contract.

The Career Management and Recruitment Division maintains a presence at employment fairs and other venues where recruitment materials may be displayed and/or distributed. Recruiting materials may also be made available for placement in local newspapers and other outlets.

The Career Management and Recruitment Division maintains an inventory of employment marketing photo panel templates. Local offices can fund the purchase of recruitment displays and photo-panels through the national contract. Operating divisions and functional units can fund the production of additional photo panel templates. These activities are subject to the cycle-times outlined in the current job order templates for the Strategic Recruitment Contract.

The Career Management and Recruitment Division maintains an inventory of employment marketing handouts and brochures. These materials are produced by the national contractor, published by IRS publishing services and warehoused in area distribution centers. Local recruitment offices can order these items. Production cycle time for new materials is six (6) months from funding certification and submission of approved text copy. National marketing handouts can be adapted for local use by insertion of local job titles, salary ranges, grade levels, job locations and points of contact. The national contractor can deliver publishing-ready computer files thirty (30) days from funding certification and submission of approved text copy. Local offices can produce handouts as needed by using local IRS approved sources.

The Career Management and Recruitment Division does not procure or maintain an inventory of promotional items such as those given away at recruitment events. Operating divisions and functional units must purchase these items in accordance with current procurement guidelines.

The Career Management and Recruitment Division is responsible for the creation and maintenance of an inventory of media templates that can be adapted for local use by operating divisions and functional units. These templates contain approved graphics and employer branding messages and allow for insertion of local job titles, salaries, grades, locations, and contact information for local offices. Operating divisions and functional units are responsible for the placement of their own ads in newspapers and other local advertising outlets.

The Career Management and Recruitment Division is responsible for the production of baseline thirty-second commercials. The baseline commercial includes background video, audio, and employer branding message. The national contractor will insert local job titles, salary, grades, locations, and contact information for local offices. Operating divisions and functional units are responsible for the placement of their commercials with local television outlets.

The Career Management and Recruitment Division is responsible for the production of baseline ten-second, thirty-second and sixty-second radio commercials that can be adapted by local offices and advertising contractors. The baseline commercial includes background audio and employer branding message, as well as a script for insertion of local job titles, salary ranges, grade levels, locations, and contact information. Operating divisions and functional units are responsible for the placement of their commercials with local radio outlets.

The Small Business and Self-Employed Business Division is responsible for the recruitment, selection, hiring, support and management of a cadre of full-time recruiters, who serve a two-year rotational assignment. Full-time recruiters are responsible for maintaining recruiting relationships with colleges, universities, professional organizations, and community organizations. Full-time recruiters are responsible for representing the recruiting needs of all IRS operating divisions and functional units. Full-time recruiters work closely with the embedded recruiting offices of all IRS operating divisions and functional units.

The Small Business and Self-Employed Business Division is responsible for the maintenance of the Recruiter Training Course. The course is to be updated each summer for delivery to the fall class of recruiters. All full-time recruiters are required to complete this course, which will be scheduled during their first three (3) months in the position. Recruiters who are reselected for this position will be scheduled for this course within three (3) months of reselection.

Each operating division and functional unit is responsible for the effectiveness of their recruitment operations. This includes the coordination of recruitment activities with both the Career Management and Recruitment Division and with the full-time recruiters hosted by the Small Business and Self-Employed Division.

Each operating division and functional unit will advise the Career Management and Recruitment Division of anticipated recruiting needs and will make use of Strategic Employment Marketing Materials (6.332.1.6.6) whenever appropriate.

Each operating division and functional unit will advise the Director of Human Resources and the Recruiter Managers in the Small Business and Self-Employed Division of anticipated recruiting needs and will provide the full-time recruiters with sufficient copies of vacancy specific recruitment materials. The full-time recruiters will actively recruit for candidates for all IRS vacancies based upon the information and materials provided by the operating divisions and functional units. The full-time recruiters will coordinate their activities with recruitment operations within the operating divisions and functional units. This coordination will include the sharing of activity schedules and the opportunity for embedded recruiters, employee organizations, and other recruiting staff to participate in recruitment activities on a space-available basis.